Agree each handoff before sourcing
Make the recruiting process usable for both candidates and the employer by defining the next decision at each stage.
- Approve the role brief and screening criteria.
- Review candidate submissions against the same criteria.
- Complete interviews, authorized checks and the offer decision.
Prepare the role brief
Write down the information a candidate needs to evaluate the position before the search begins.
- Separate clinical sessions from protected leadership time.
- Define authority over standards, mentoring and clinical decisions.
- Explain reporting lines, budget input and measures of success.
Plan the work location in Austin.
Keep north, west, south and east Austin coverage explicit. Round Rock, Georgetown and Hutto are separate hiring locations from Buda, Kyle and San Marcos. Lakeway and Lago Vista should not be presented as interchangeable with an east-side practice in Manor or Bastrop. Identify each clinic address and any work across locations; do not infer a candidate’s commute from an Austin mailing label.
For a group with several hospitals, specify the home practice, the rotation and who controls the schedule. Include weekday and weekend expectations, overnight duties if applicable, and the clinical support present on each shift. Ask candidates to evaluate the actual location and schedule rather than describing every community as an easy commute.
Review Austin-area recruiting coverage →Confirm the service and terms with BEGHR.
Recruit a veterinary medical director with a clear balance of clinical care, team development and hospital leadership responsibilities.
Read the service scope · Review the recruiting process · BEGHR veterinary placement